Out of the tick box

AUTHOR(S)

Armstrong, Michael; Baron, Angela

PUB. DATE

July 1998

SOURCE

People Management;7/23/1998, Vol. 4 Issue 15, p38

SOURCE TYPE

Periodical

DOC. TYPE

Article

ABSTRACT

Reports that performance management is becoming less bureaucratic and more closely focused on development based on a study by the Institute of Personnel and Development. How employee development is being distanced from pay decisions; Problems in linking performance management with performance-related pay; Views of companies on managing performance.

Proposes that high performance work practices (HPWP) may be able to fit culturally in the Commonwealth of Independent States (CIS) countries. CIS cultural dimensions affecting human resource management; Definition of HPWP; Recognized components of performance improvement; Forms of...

Analyzes the appropriateness of job evaluation for purposes of wage determination in the U.S. Influence of traditional job dimensions on wage differentiation; Rationale for person-based pay; Concepts of performance an personal qualifications; Principle of point-factor job evaluations.

Discusses the role of the equity sensitivity of the individual on the effectiveness of performance-based pay systems. Characteristics of equity sensitive orientations on equity pay preferences of individuals; Impact of performance-based pay systems on organizational performance and job...

Comments on the effect of compensation or pay system on the performance of a company. Effect of Air Products and Chemicals' management pay system on its stock price trading; Explanation on the success of companies adopting the people-centered management pay system; Factors that can affect job...

The pay-for-performance relation was examined at the individual level of analysis using data from 71 managers and professionals who constituted the entire management hierarchy at a manufacturing facility. There was no significant correlation between performance rating and total merit raise (r =...

The article offers information on the driver compensation program which pays drivers based on performance initiated by Floyd & Beasley Transfer Co. in Alabama. The program aims to reward the highest producers, attract strong performers and offer incentives for drivers. The initiative will be...

SDys from CREPID, three modified CREPIDs, and 40% of mean annual salary converged at a level nearly one-fifth of that for the modified Schmidt et al. procedure. Judges preferred supplying modified Schmidt et al. percentile estimates; however, they perceived that their CREPID ratings were more...